How Does the Law Firm Recruiting Process Work for Partners?

This summary is based on a typical recruiting process for a partner candidate assisted either by me or another one of BCG Attorney Search's recruiters who works frequently with partners. There are a number of very good reasons why a partner candidate should engage the services of a highly qualified and experienced recruiter, such as the ones at BCG. In a separate article, I describe twelve of these reasons. For purposes of this article, suffice it to say that it makes a good deal of sense for a partner to utilize the expert advice of recruiters regarding the highly complex recruiting process, just as the partner's clients retain the expert advice of attorneys to assist them with highly complex legal matters. Lastly, it should be noted that only the most major steps are broadly described, and many details are necessarily left out (or covered in other articles).You should confer with your expert recruiter for specific advice and information regarding your situation. For purposes of this summary, there are 10 primary steps.

The first step is the introduction and evaluation stage. After I have obtained all the necessary information from the partner and answered all of their initial questions, I use the information to prepare a list of recommended firms that fits their needs and interests. I call this document the "Firm List." This process is substantially more difficult for a partner than it is for an associate. With associates, I look in our database for associate positions sought by the law firms that "fit" the associates. With partners, there are not nearly as many positions available. Rather, nearly all partner opportunities are driven by portable business. The major law firms (which includes the AmLaw 200 and other highly regarded firms that are too small to make the AmLaw 200 list) typically seek between $1M to $5M+in portable business. This means that if a partner candidate has sufficient portable business, I can "create" a position opening in any appropriate firm. I look for firms that have the right "platform" to service the partner candidate's portable clients and to best assist them in developing additional business in the future. It is the need for a better "platform" that forms the primary reason for why partners seek to move to another firm.


The second major step is the partner's creation or revision of a detailed "business plan" that sets forth all of their current and prospective clients, their revenues over the last 3-5 years, their expected revenue at a new firm,the reasons why they are portable, etc. The purpose of this document is to both determine and establish how much portable business the partner is likely to bring to a new firm. Of course, there are many additional issues regarding what is "portable," what is a suitable "platform" for particular clients, etc. that are beyond the scope of this article. If a particular partner candidate is not likely to generate significant business at a new firm, then there is no need to do a business plan. However, the opportunities for a partner-level candidate who lacks substantial portable business are few and far between. This recruiting process can be better understood alongside What It Takes to Make Partner at the Top 100 Law Firms, which highlights practical paths to success.

The third major part of the process is a consulting session between me and the partner, where the partner selects which firms to apply to from the Firm List. Once this is done, I collect the documents I will need from the candidate to prepare each application (usually this includes a resume, information that I will use to write the cover letters and the business plan).

For the fourth step, I then prepare the application and accompanying materials for each selected firm using the information I have obtained from the candidate, as well as the knowledge that I have accumulated in my 8 years of practice as a legal recruiter.

The fifth step, also known as "the wait," is one of the most difficult. When I first send out applications, I inform each partner candidate that while some firms respond quickly, most firms will take months before they respond, if in fact they ever respond at all. Recruiters can try to hurry the process along with follow-up calls and emails to the firms, but I have found in my experience that, absent special circumstances, this is not usually very effective. Nevertheless, it is true that firms are more likely to be responsive to stronger candidates.

If you do receive a positive response from a law firm, you will proceed to the sixth step, or the initial interview. Effective law firm interviewing is a complicated art that has been thoroughly covered in other articles by me and other recruiters.

The seventh step, should you get that far, are all of the follow-up interviews. Again, these are covered in more detail elsewhere.

Step eight is usually a "due diligence" questionnaire that seeks information about a candidate's background. It is often used as the basis for a "background check," and it will typically involve questions about criminal convictions, credit and bankruptcy, past residences and aliases, prior lawsuits, and so forth. Its purpose is to essentially identify "red flags" regarding a candidate's past and character. This is also the time that most firms will review the partner's business plan and make their own assessments of the likelihood and amount of portable business. These assessments will, of course, affect the decision of whether to give the partner an offer, and if so, what kind of offer (such as income partner or equity) and how much.

Step nine is the offer stage. One of the many advantages of a good recruiter is that they can effectively negotiate money and other sensitive issues regarding the offer on the partner's behalf. The details regarding offers are, of course, better covered elsewhere.

Lastly, there is the final decision stage. This is the time that the partner makes the final decision as to whether to accept or reject a particular offer. Another advantage of a good recruiter is that they can provide valuable and objective advice to the partner. Moreover, skilled recruiters can sometimes engineer the issuance of several offers from multiple firms at about the same time, thus creating a "bidding war." This is an ideal situation for the partner to be in.


About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.